Well-being at work
ForCARE, our programme for overall well-being at work, offers our employees information and professional services in issues related to well-being at work. The programme aims to promote employee health, safety, work capacity, and the well-being of the work community. The ForCARE programme’s activities are tailored to comply with the local legislative requirements and unique cultural aspects in different countries.
In 2014, we tested a Group-level workplace assessment model at two power plants.
The model commensurably maps the psychosocial factors in the work community and the work environment and their impact on well-being. The model enables the work community to find the key targets to improve work well-being and safety when the risk factors have been identified and assessed. Coaching that is tailored to the work community also brings the work community – and especially the supervisors – added knowledge of the effects of harmful stress on work productivity. When needed, the work well-being programme also offers support to supervisors and employees in situations of change.
Monitoring and assessing well-being at work
Well-being at work is monitored through the well-being at work index that is part of the Fortum Sound employee survey. Among other things, the index measures the openness of the work community, personal accountability and the level of challenge of work tasks. In 2014, the result of the index on a scale of 1.00-5.00 was 3.88. The result was the same as in
the previous survey conducted in 2012.
Other work well-being indicators include the quarterly reported sick leaves and the ratio between actual retirement age and the statutory start of the retirement pension. At Fortum, the average retirement age in Sweden was 64, in Finland 63, and in Russia 58. The average retirement age in Finnish companies in 2014 was 61.2.